Door de ogen van de beoordelaar: Onderzoek naar similar-to-me-effecten op scores van cultureel diverse kandidaten op het assessment center

Research by McCarthy et al. (2010) and Sacco et al. (2003) found no effect of demographic similarity between assessor and applicant on scores given on the employment interview. Both studies used hierarchical linear modeling (HLM). Using a similar HLM approach, the present study explored the effect of similarity on ratings given to native Dutch applicants and applicants with a migration background during police officer selection on another frequently used personnel selection instrument, namely the assessment center (AC). More specifically, we investigated the similar-to-me effect of demographic similarity (i.e., cultural similarity between assessor and ap-plicant), and perceived similarity (i.e., similarity regarding specific cultural groups as considered by the assessor) on the AC ratings. Demographic similar-to-me was found to be related to Agency scores of native applicants and applicants with a migration background, but not to Communion scores. Perceived similar-to-me did not have an effect on ratings given on the AC (i.e., Agency and Communion). In general, the effect sizes were very small (R² < .015). Therefore, no evidence was found for (dis)similarity differentially affecting evaluations of culturally diverse applicants during the AC, which replicates and extends McCarthy et al.’s and Sacco et al.’s previous research.